Common use of Discussion of grievance or dispute Clause in Contracts

Discussion of grievance or dispute. 7.6.1 The dispute or grievance must first be discussed by the aggrieved Employee(s) with the Employee(s) immediate supervisor. 7.6.2 If the matter is not settled, the Employee(s) can require that the matter be discussed with another representative of the Employer appointed for the purposes of this procedure. 7.6.3 If the matter is not settled, a party to the dispute may apply to the Australian Industrial Relations Commission (AIRC) to have the dispute or grievance dealt with by conciliation.

Discussion of grievance or dispute. 7.6.1 11.5.1 The dispute or grievance must first be discussed by the aggrieved Employee(s) with the Employee(s) immediate supervisor. 7.6.2 11.5.2 If the matter is not settled, the Employee(s) can require that the matter be discussed with another representative of the Employer appointed for the purposes of this procedure. 7.6.3 11.5.3 If the matter is not settled, a party Party to the dispute agreement may apply to the Australian Industrial Relations Commission (AIRC) to have the grievance or dispute or grievance dealt with by conciliation.

Discussion of grievance or dispute. 7.6.1 (a) The dispute or grievance must first be discussed by the aggrieved Employee(semployee(s) with the Employee(semployee(s) immediate supervisor. 7.6.2 (b) If the matter is not settled, the Employee(semployee(s) can require that the matter be discussed with another representative of the Employer employer chosen by the employer and appointed for the purposes of this procedure. The employee(s) may choose to have a representative, including a workplace representative, present at this discussion. 7.6.3 (c) If the matter is not settled, a party to the dispute may apply to the Australian Industrial Relations Commission (AIRC) ), to have the dispute or grievance dealt with by conciliation.

Discussion of grievance or dispute. 7.6.1 1.4.1 The dispute or grievance must first be discussed by the aggrieved Employee(s) with the Employee(s) immediate supervisor. 7.6.2 1.4.2 If the matter is not settled, the Employee(s) can require that the matter be discussed with another representative of the Employer appointed for the purposes of this procedure. 7.6.3 1.4.3 If the matter is not settled, a party Party to the dispute agreement may apply to the Australian Industrial Relations Commission (AIRC) to have the dispute or grievance dealt with by conciliation.

Discussion of grievance or dispute. 7.6.1 12.4.1 The dispute or grievance must first be discussed by the aggrieved Employee(s) with the Employee(s) immediate supervisor. 7.6.2 12.4.2 If the matter is not settled, the Employee(s) can require that the matter be discussed with another representative of the Employer appointed for the purposes of this procedure. The Employee(s) may choose to have a representative, including a Workplace Representative or an officer or employee of the Union present at this discussion. 7.6.3 12.4.3 If the matter is not settled, a party Party to the dispute agreement may apply to the Australian Industrial Relations Commission (AIRC) to have the dispute or grievance dealt with by conciliation.

Discussion of grievance or dispute. 7.6.1 1.4.1 The dispute or grievance must first be discussed by the aggrieved Employee(s) with the Employee(s) immediate supervisor. 7.6.2 1.4.2 If the matter is not settled, the Employee(s) can require that the matter be discussed with another representative of the Employer appointed for the purposes of this procedure. 7.6.3 1.4.3 If the matter is not settled, a party Party to the dispute agreement may apply to the Australian Industrial Relations Commission (AIRC) or a dispute provider such as the Tasmanian Industrial Commission to have the dispute or grievance dealt with by conciliation.